LEADERSHIP PERFORMANCE

Developing leadership performance



Paper Outline

Section 1: Contribution of leadership mentoring and executive coaching in developing leadership performance

D.7.01: Setting up the scene

Aims and objectives of professional coach

D7.01.1: Performance characteristics of effective leaders

Leadership Styles and theories

Relation of coachees with selected organization

D7.01.2: Purpose and role of leadership mentoring and executive coaching

Difference between Leadership, coaching and mentoring

Case Studies for evidence

D7.01.3: Strategies for developing leadership

Leadership Development

Advantages and drawbacks of strategies

Best strategy Coaching

Section 2: Commitment Leadership Mentoring or Executive Coaching

7.01.2.1 Skills and behaviors for effective performance in leadership, mentoring and coaching

7.01.2.2:- The characteristics of and conditions for effective leadership mentoring and executive coaching

Developing leadership performance

Section 1: Contribution of leadership mentoring and executive coaching in developing leadership performance

In this section, we would provide contribution of leadership mentoring and executive coaching in developing leadership performance. Organizations are currently involved in the dilemma of leadership and management development challenges, which results in lack of management abilities that usually rob the high-potential managers of critical on-the-job experiences, depleted resources for employee development, and a rapidly aging workforce, which results in decline of experienced managerial talent for leadership positions (Julie, 2007, p. 348). The general failures of organizational structures and significant changes in work arrangements force executives and management development professionals to rethink how high potential managers achieve the necessary developmental experiences for leadership positions. Section 1 of the paper contributes to leadership mentoring and executive coaching in developing leadership performance.

D.7.01: Setting up the scene

In this section of the assignment we are discussing the aims and objectives of a professional coach. The coachees belong to the service organization and their role is to provide coaching to the newly hired employees and familiarize them with the organizational environment. Our organization is based on the vision to provide quality services to the customers and showing commitments towards their suggestions. In this part of the assignment we would be discussing the information of the coaches who would be chosen for coaching. There are two coaches whom I have selected work are practitioners who provide a quality coaching. They are experienced coaches and they also know how to motivate others. The coach should also have a positive track record. They should be selected on the basis of certain criteria which should be perfect for coaching. Apart from personal style and cultural fit these coaches are also keen to establish a positive track record of themselves by establishing coaching credentials. They also have relevant qualifications, adherence to professional standards, positive track record and have a structured approach (Peter, 2004, p. 200).

Aims and objectives of professional coach

As a coach, I have always tried to provide the best leadership training to the people during the session that can develop the leadership skills in them. While coaching is a highly effective way of accelerating the development as a leader, it also represents a significant investment of time and money. The following outline represents the practical experience of coaching of leadership:

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